In an era where diversity and inclusion have become pivotal in shaping organisational cultures, Birmingham City University (BCU) stands as a beacon of progress. The university’s Equality, Diversity, and Inclusion (EDI) Strategy for 2020-2025 offers valuable insights into how institutions can foster an environment that not only acknowledges but celebrates diversity.
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Understanding Birmingham City University EDI
BCU‘s EDI Strategy underlines three key components: equality, diversity, and inclusion. Equality is about creating equal outcomes and eliminating discriminatory practices. It’s not just treating everyone the same; it’s about recognising and addressing different needs. Diversity goes beyond mere recognition of differences – it involves valuing and embracing these differences as assets that lead to innovation and a broader perspective. Inclusion is about creating environments where everyone feels a sense of belonging, which is crucial for mental and physical well-being.
The BCU Approach
BCU, located in the diverse and vibrant heart of Birmingham, reflects the city’s composition in its student body. This diversity places a responsibility on the university to advance equality in all its operations. The EDI Strategy is a commitment to go beyond the public sector duty to eliminate discrimination, advance equality of opportunity, and foster good relations.
Key Initiatives and Goals
- Fit-for-Purpose Complaint Procedures:
- Goal: To ensure effective redress through complaint procedures.
- Metric: Yearly increase in reporting of harassment and discrimination from 2020 to 2025.
- Comprehensive Learning and Development:
- Goal: To improve knowledge, understanding, and awareness of EDI best practices.
- Metric: Number of students and staff reporting confidence in implementing EDI best practices (via training evaluation).
- Workforce Reflection:
- Goal: To ensure the workforce reflects the diversity of students and citizens at all levels.
- Metric: Increase in the numbers of BAME, LGBT, Disabled people, and women in management and leadership roles.
- Mental Health and Wellbeing Strategy:
- Goal: To develop a comprehensive strategy for students and staff.
- Metric: Responses to relevant Student Pulse Surveys and Staff Satisfaction Survey questions.
- Inclusive Organisation and Safe Environment:
- Vision: Creating an environment where everyone feels included and no one is left behind, promoting health and wellbeing, and ensuring fairness and equity.
- Active Participation in Equality Charters:
- Goal: To make BCU more accessible and inclusive, improving outcomes for disadvantaged communities.
- Initiatives: Participation in programs like Disability Confident, Athena Swan Charter, The Race Equality Charter, and Stonewall Workplace Equality Index.
- Reducing the Awarding Gap:
- Goal: To implement activities outlined in the Access and Participation Plan and Learning and Teaching Strategy.
- Initiatives: Developing Faculty action plans, producing an inclusive practice toolkit, and using positive action measures to remove systemic barriers.
- Enhancing Student Support:
- Goal: To support students with disabilities and learning difficulties.
- Initiatives: Offering screening, assessment, and support for students with learning difficulties, and providing reasonable adjustments for assignments and assessments.
- Advancing Equality Using Equality Impact Assessments:
- Goal: To reinforce the delivery of key action plans.
- Plans: Black Lives Matter Action Plan, Gender Pay Gap Action Plan, Disability Equality Action Plan, Athena Swan Action Plan, LGBT+ Action Plan, and more.
- Increasing Reporting of Incidents of Harassment and Discrimination:
- Goal: To increase awareness and reporting.
- Initiatives: Implementing a centralised system for reporting, training more people to manage complaints effectively, and tracking and monitoring reports.
- Awareness of Rights and Responsibilities:
- Goal: To make students and staff aware of their EDI rights and responsibilities.
- Initiatives: Providing comprehensive EDI training using blended learning techniques and organising events to promote best practices.
Impact and Future Goals
By integrating these diverse hiring practices into its overall EDI Strategy, BCU demonstrates a commitment to not only fostering an inclusive environment within the university but also ensuring that its workforce is representative of the diverse community it serves. The use of diverse job boards like diversejobsmatter.co.uk is a key component of this strategy, helping to attract a wide range of talents and perspectives that enrich the university community.
Summary
Birmingham City University‘s EDI Strategy offers a roadmap for other organisations looking to enhance diversity and inclusion in the workplace. By focusing on equality, diversity, and inclusion in every aspect of their operations, institutions can create environments where everyone, regardless of their background, has the opportunity to succeed and contribute meaningfully.
